Martin Kleinmann

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A typical time management phenomenon is the rush before a deadline. Behavioral decision making research can be used to predict how behavior changes before a deadline. People are likely not to work on a project with a deadline in the far future because they generally discount future outcomes. Only when the deadline is close are people likely to work. On the(More)
Knowing to what extent applicant reactions are related to stable individual differences and not only to characteristics of a selection procedure is important for the design and administration of the selection procedure and for dealing with applicants. The aim of this study was to explore relationships between individual differences (Big Five, core(More)
This study contributes to the literature on why selection procedures that are based on the behavioral consistency logic (e.g., structured interviews and assessment centers) are valid predictors of job performance. We rely on interactionist theories to propose that individual differences in assessing situational demands explain true variance in performance(More)
The lens of behavioral decision theory offers a new perspective for research on time management. The basic idea of this approach is that people discount future consequences of their time management decisions, meaning that they work on tasks with smaller but sooner outcomes rather than on tasks with larger but later outcomes. The authors performed 2(More)
The current study tested whether candidates’ ability to identify the targeted interview dimensions fosters their interview success as well as the interviews’convergent and discriminant validity. Ninety-two interviewees participated in a simulated structured interview developed to measure three different dimensions. In line with the hypotheses, interviewees(More)
To remain viable in today's highly competitive business environments, it is crucial for organizations to attract and retain top candidates. Hence, interviewers have the goal not only of identifying promising applicants but also of representing their organization. Although it has been proposed that interviewers' deliberate signaling behaviors are a key(More)
Job insecurity is related to many detrimental outcomes, with reduced job satisfaction and affective organizational commitment being the 2 most prominent reactions. Yet, effect sizes vary greatly, suggesting the presence of moderator variables. On the basis of Lazarus's cognitive appraisal theory, we assumed that country-level enacted uncertainty avoidance(More)
Purpose – The present study examined two theoretical explanations for why situational interviews predict work-related performance, namely a) that they are measures of interviewees’ behavioral intentions or b) that they are measures of interviewees’ ability to correctly decipher situational demands. Design/Methodology/Approach – We tested these explanations(More)
The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. Guided by the cross-situational theory of Marcus (2009), the current study examined self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management(More)